Neurodiversity in the Outdoor Sector: A Surprising Overrepresentation
For over 30 years, I have worked in the outdoor sector in various roles—countryside ranger, wildlife guide, kayak guide, international mountain leader, wildlife trust manager, outdoor first aid instructor, and environmental educator. As someone with dyslexia, I have often wondered if the outdoor sector attracts more neurodivergent individuals than other industries. Many within the sector feel that this is the case, but until now, there has been little empirical evidence to confirm it.
The outdoor sector has long been known for its inclusivity and adaptability, but recent research suggests that it may also be a stronghold for neurodivergent individuals. Our survey of 143 outdoor professionals found that 60.8% identified as neurodivergent—a figure that far exceeds the national estimate of 15-20% (NHS, 2024; WISE, 2024). This suggests that outdoor careers may provide an environment where neurodivergent individuals can thrive, offering a unique combination of hands-on work, dynamic challenges, and fewer rigid structures compared to traditional workplaces.
Understanding the Scope: Survey Methodology and Sample Size
Our structured online survey was distributed to outdoor professionals, including instructors, guides, rangers, and coaches. Participation was voluntary, with responses collected from across the UK. While the survey was self-selecting—meaning those with an interest in neurodivergence may have been more likely to participate—the data still presents a striking overrepresentation of neurodivergence in outdoor professions.
Key Findings: Neurodivergence in the Outdoor Sector
1. A Dramatically Higher Rate of Neurodivergence
Compared to the national population, neurodivergent individuals are overrepresented in outdoor professions across multiple conditions:
- Dyslexia: 29.37% of outdoor professionals (national average: 10%).
- ADHD: 21.68% of outdoor professionals (national average: 3-4%).
- Autism (ASD): 19.58% of outdoor professionals (national average: 1-2%).
- Dyspraxia: 11.19% of outdoor professionals (national average: 5%).
This significant discrepancy suggests that outdoor roles—where problem-solving, adaptability, and physical skills are valued—may be especially suited to neurodivergent individuals.
2. Job Roles Where Neurodivergent Individuals Thrive
Neurodivergent individuals were found across a wide range of outdoor roles, but the highest concentrations were in:
- Multi-activity instructors – 24.1%
- Mountaineering or watersports instructors – 19.5%
- Outdoor learning practitioners – 17.2%
- Expedition and international guides – 13.8%
- Wildlife and conservation workers – 11.5%
These results suggest that outdoor professionals are drawn to roles that involve hands-on learning, varied environments, and dynamic problem-solving—key strengths often associated with neurodivergence.
3. Long-Term Career Retention Among Neurodivergent Professionals
One of the most striking findings is that neurodivergent individuals are not just entering the outdoor sector but staying in it long-term:
- 59.4% have worked in the sector for over 10 years
- 14% have between 6-10 years of experience
- 26.6% have less than 5 years of experience
This contradicts the common misconception that neurodivergent individuals struggle with employment stability. Instead, it suggests that when placed in a suitable work environment, they build long and successful careers.
4. Perceptions of Inclusivity in the Outdoor Sector
When asked about inclusivity, neurodivergent respondents had mixed opinions:
- 57.3% felt the sector was “somewhat inclusive”
- 23.8% found it “very inclusive”
- 18.9% felt neutral or excluded
Strengths and Challenges: Why the Outdoor Sector Works for Neurodivergent Individuals
Why the Outdoor Sector is Inclusive
Many neurodivergent professionals reported that the outdoor industry allows them to work in ways that play to their strengths:
- Freedom to work in a way that suits their abilities – “I’ve never felt pressured to fit into a mould. The outdoor industry allows people to bring their unique skills to the table.”
- A focus on practical skills over academic qualifications – “I struggled with traditional education but thrived in outdoor work because I’m judged on what I can do, not how well I write an exam.”
- Opportunities for self-employment or flexible schedules – “Freelance work lets me control my workload. Many of my neurodivergent colleagues do the same.”
Challenges Facing Neurodivergent Individuals in the Sector
Despite its strengths, the outdoor sector still presents barriers for neurodivergent professionals:
- Lack of understanding about neurodivergence in training and assessment – “I struggled with the written exam for my qualification. There was no alternative assessment method.”
- Written exams as a barrier to entry – “I know many excellent instructors who failed their assessments because of dyslexia. It’s frustrating.”
- Sensory challenges in certain environments – “Loud settings, unclear instructions, and unpredictable schedules can be overwhelming.”
Recommendations: Making the Outdoor Sector More Inclusive
To better support Neurodiversity in the Outdoor Sector, the sector should consider:
- Flexible Training and Assessment Methods – Introducing alternatives to written exams, such as practical demonstrations and verbal assessments, would help remove unnecessary barriers.
- Neurodiversity Training for Employers and Trainers – Greater awareness can improve communication, reduce stigma, and create a more inclusive workplace.
- Sensory-Friendly Workspaces – Offering quiet spaces, structured schedules, and clear communication can make outdoor jobs more accessible.
- Support for Self-Employment and Freelancers – Recognising that many neurodivergent individuals thrive in flexible work structures could lead to better resources and networking opportunities.
Conclusion
Neurodiversity in the Outdoor Sector. This research confirms what many in the outdoor industry have long suspected—the sector has a significantly higher proportion of neurodivergent professionals than the national average. The hands-on, dynamic, and adaptable nature of outdoor work allows neurodivergent individuals to thrive in ways they might struggle to in more rigid workplaces.
However, challenges remain. By implementing more inclusive training, assessment, and workplace policies, the sector can ensure that neurodivergent professionals not only continue to succeed but also feel fully supported.
Neurodivergence isn’t just present in the outdoor sector—it’s a strength that should be recognised and celebrated. By acknowledging and addressing the unique needs of neurodivergent professionals, we can build a more inclusive industry that allows everyone to reach their full potential.